The problem of employee turnover has been investigated in recent years because more and more countries and organizations are faced with the lack of an adequate labor force. The new generation of employees (Y and Z generations), contemporary political, social, and economic challenges, and the COVID-19 pandemic have raised new issues in human resource management (HRM), especially concerning turnover intentions. In such situations, companies need to create working conditions that will attract, motivate, and retain employees. One possible response is the usage of flexible working arrangements (FWAs) as a more flexible way of organizing traditional jobs and working positions; these arrangements allow employees more possibilities to maintain work–life balance. The main aim of this paper is to investigate the relationship between FWAs and turnover intentions of employees, and the mediating effect of job satisfaction. The theoretical research is based on the literature review. The empirical part of the paper is based on the analysis of a sample of 219 employees from organizations in Serbia. The authors used descriptive statistics and the PLS-SEM method to investigate proposed relations. The results pointed to the positive effects of FWAs and job satisfaction on turnover intentions. In addition, there is an indirect effect of FWAs on turnover intentions through job satisfaction. FWAs may contribute to increasing job satisfaction and, in turn, job satisfaction contributes to decreasing turnover intentions. Job satisfaction mediates this relationship, and employees that are offered FWAs may experience a lower level of turnover intentions when they are satisfied on the job.

The main objective of this research was to investigate the relationship between flexible working arrangements (FWA) and turnover intentions (TI), as well as the mediation effect of employee engagement (EE) in the relationship between flexible working arrangements and turnover intentions. The main research question is: what is the nature of the effect of flexible working arrangements on employees’ turnover intention, and the role of employee engagement in this relationship? The methodology of the paper consists of theoretical (literature review) and empirical parts (field research). The empirical research was performed on a sample of 514 highly educated employees from service sector organizations that operate in the Republic of Serbia. Sample collection lasted from January to October 2022, via Google Forms. The proposed relationships were tested by using the PLS-SEM method, with the application of the SmartPLS software. The main findings of the research are that there are direct positive effects of flexible work arrangements and employee engagement on turnover intentions, and that employee engagement has an indirect effect on the relationship between flexible work arrangements and turnover intentions. A partial mediation was found. Employees who are offered flexible work arrangements decrease their turnover intentions when they are more engaged at work.

Research Question: The authors investigate the impact of Flexible Work Arrangements (FWAs) on employee behavior during the COVID-19 pandemic in the Republic of Serbia. The main question is whether FWA and in which manner influences employees’ behavior, especially turnover intentions and employees’ engagement. Motivation: Based on the study results of Azar et al. (2018), Masuda et al. (2011), and Laurel et al. (2009), the author planned to identify the relations between FWA and the behavior of employees in terms of Engagement and Turnover intention in the Covid - 19 pandemic era. Idea: The research is created by considering the changes in the way of operating in almost all business activities caused by this pandemic. Having in mind the pandemic, and spreading of the virus after that, there is a gradual shift of work from the company's office to FWAs, especially "work from home" and teleworking. Data: The research was conducted during 2020/21, on a sample of 219 employees on whom this pandemic had a great impact and brought changes in the way of working, which became quite different from that before. Data collection is performed via an electronic survey Google-Forms, where respondents were able to answer the questions asked in the questionnaire via their electronic devices at any time. Tools: To analyze the data collected by completing the questionnaire, the author used Smart PLS 3 software to make the data analysis relevant. During the analysis of data in Smart PLS, an independent variable was formed that refers to "Flexible Work Arrangements", while the dependent variables are "Engagement" and "Turnover intentions". Findings: Based on the conducted research, we conclude that "FWAs" have a positive impact on the Engagements of employees in the Republic of Serbia and a negative impact on Turnover intentions. All hypotheses are confirmed. Contribution: The paper contributes to the literature by empirically testing how certain factors affect the behavior of employees in the Republic of Serbia during the COVID - 19 pandemic.

The escalating pace of globalization affects the increased need of organizations to develop effective compensation programs. Business cannot be imagined without one of the key things and that is human resources. Creative and productive employees are of great importance for the success of any organization. For the satisfaction and loyalty of employees, the compensation system, which consists of basic pay, incentive pay, and benefits, is of key importance. The goal of the compensation system is to simultaneously ensure the main goals of employees and employers, i.e. the purchasing power and satisfaction of employees, as well as the business success of the company. In times of crisis, determining the amount of basic pay, selecting adequate incentives, and offering various benefits became especially important. The aim of this paper is to present the basic elements of the compensation system in twenty countries around the world and to analyze the impact of national culture on the compensation system. The paper will present the following dimensions of national culture according to Hofstede's classification: distance from power, individualism versus collectivism, male versus female cultures, avoidance of uncertainty, long-term versus short-term orientation, compliant versus restrained cultures. The analysis included twenty countries around the world, which are grouped as follows: the first 8 countries are members of the EU, the other 6 countries are located in the CEE region and the last 6 countries represent very important countries around the world. The paper determines the influence of the dimensions of national culture on the compensation system in selected countries from the European Union, the region of Central and Eastern Europe, and other countries, the paper is the basis for further research in this area.

In today's turbulent business environment, acquiring and developing leadership skills is one of the key challenges for managers, and emotional and social competencies are predominant among such skills. Possession of this specific set of competencies is a key factor necessary for building a positive psychological climate in an organization. The subject of the paper is the analysis of social competencies of manager, particularly social awareness (empathy and organizational awareness) and relationship management (conflict management, coach and mentor, influence, inspirational leadership and teamwork), as well as the analysis of leadership outcomes manifested through perceived leadership effectiveness by the employees, employee satisfaction with immediate superiors and encouraging employees by managers to put an extra effort into doing their job. The aim of this paper is to determine the relationship between social competencies of manager and the outcomes of leadership. The research was conducted on a sample of 30 employees in 8 organizations with more than 50 employees. Standardized ESCI (Emotional and Social Competency Inventory) and MLQ (Multifactor Leadership Questionnaire) questionnaires were used for the purpose of the research. Data analysis was performed using Spearman rank correlation and standard multiple regression. SPSS 25.0 software was used for data processing. A limitation of the study is the sample size.